512 Solutions - Productivityhttp://www.512solutions.com/Blog/category/productivity
enCheckpoint: Tracking Toward Your 2015 Goals?http://www.512solutions.com/blog/checkpoint-tracking-toward-your-2015-goals
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p><strong><img alt="" src="/sites/default/files/pictures/goalsettingguideweb_0.jpg" style="width: 250px; height: 250px; margin: 5px 0px; float: left;" />We are 43 days into the New Year. </strong>How are you tracking toward your personal goals? Have you gained momentum on your fitness, finance, and family aspirations? How about your professional goals? Have you focused on developing those team and leadership skills? Are you building that power network? Have you made strides toward acquiring that new technical skill? </p>
<p><strong>If you want to make this your best year yet and reach new heights of success</strong>, we invite you to download a free copy of our <em>Ultimate Goal Setting Guide</em>. It will give you a structured and disciplined approach toward stepping into the best version of YOU in 2015. </p>
<p><a class="learnmore" href="http://www.512solutions.com/content/ultimate-goal-setting-guide" target="_blank">Download your complimentary goal setting guide here. </a></p>
</div></div></div><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/alignment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Alignment</a></div><div class="field-item odd"><a href="/Blog/category/motivation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Motivation</a></div><div class="field-item even"><a href="/Blog/category/productivity" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Productivity</a></div></div></div>Wed, 11 Feb 2015 05:00:00 +0000Sal Silvester3832 at http://www.512solutions.comhttp://www.512solutions.com/blog/checkpoint-tracking-toward-your-2015-goals#commentsMake Your Meetings More Effective - Half-time Adjustmenthttp://www.512solutions.com/blog/meeting-effectiveness
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p><img alt="make meetings more effective" src="/sites/default/files/pictures/halftimeadjustment_0.jpeg" style="width: 250px; height: 166px; margin: 5px; float: left;" /><strong style="line-height: 1.6em;">Do you want to make your meetings more effective?</strong><span style="line-height: 1.6em;"> Here's a simple tool to help you out. </span></p>
<p><strong>I call it the "half-time adjustment."</strong> Conduct the following process about 1/3 or 1/2 of the way into your meeting: </p>
<ul><li>Stop the group. </li>
<li>Facilitate a quick discussion on things that are going well so far in the meeting (pluses).</li>
<li>Facilitate a quick discussion on what to stop or do differently to make the meeting more effective (deltas).</li>
<li>Document your findings on a white board or flip chart.</li>
</ul><p><strong>The process will only take about a minute to complete</strong> and will give you valuable information to make a significant difference in how the remainder of the meeting is conducted. </p>
</div></div></div><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/productivity" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Productivity</a></div><div class="field-item odd"><a href="/Blog/category/sals-perspective" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sal&#039;s Perspective</a></div></div></div>Mon, 21 Jul 2014 13:25:40 +0000Sal Silvester3811 at http://www.512solutions.comhttp://www.512solutions.com/blog/meeting-effectiveness#commentsHow Effective Are Your Meetings? http://www.512solutions.com/Blog/communication/how-effective-are-your-meetings
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>The challenge in many organizations is not just that there are too many meetings, but that there are too many <em>poorly run </em>meetings. As a result people waste time and energy instead of getting "real work" done.</p>
<p>Here is a checklist I use in my <a href="http://512solutions.com/services/execTeamDev.php">strategic team building</a> and team development programs as I observe and provide real time coaching.</p>
<p>Check it out and see how your team is doing.</p>
<p><strong>Structure</strong></p>
<ul><li>Did the meeting start on time?</li>
<li>Is there a published <a href="http://512solutions.com/Blog/communication/no-agenda-seriously/">agenda</a>?</li>
<li>Was the agenda sent out ahead of time?</li>
<li>Are the most important items on the agenda first?</li>
<li>Did people prepare for the meeting? What did they do?</li>
</ul><p><strong>Dialogue and Discussion Dynamics</strong></p>
<ul><li>Are all team members engaged and participating?</li>
<li>Does the team go beyond information sharing in its dialogue?</li>
<li>Do team members challenge each other?</li>
<li>Do people express differences of opinions, even when unpopular?</li>
<li>Are there repercussions for speaking the truth?</li>
</ul><p><strong>Decision Making Dynamics</strong></p>
<ul><li>Is the team focused on <a href="http://512solutions.com/Blog/leadership/are-you-seeking-agreement-or-commitment/">agreement or commitment</a>?</li>
<li>How does the collective style of the group impact problem solving and decision making?</li>
<li>Is the team closing out on decisions?</li>
<li>Are decisions and actions summarized at the end of the meeting?</li>
<li>Is there a tracking mechanism to monitor decision progress?</li>
</ul><p><strong>General Dynamics of Team</strong></p>
<ul><li>Do people generally respect each other, enjoy each others’ presence, act as colleagues?</li>
<li>Are there signs of trust – asking for help, offering help, apologizing, being vulnerable?</li>
<li>Is the team focused on overall team goals versus individual responsibilities, silos, and egos.</li>
<li>What individual team member habits impact conversation (laughing, exaggerated words, body language and reactions, rambling, too manystories/examples, etc.)?</li>
</ul><p><strong>Leader Dynamics</strong></p>
<ul><li>What is the leader doing to <a href="http://512solutions.com/Blog/leadership/3-ways-to-generate-dialogue-in-meetings/">encourage discussion</a>?</li>
<li>What is the leader doing to blunt conversation?</li>
</ul><p> </p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/agenda" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">agenda</a>, <a href="/Blog/tag/agendas" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">agendas</a>, <a href="/Blog/tag/dialogue" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">dialogue</a>, <a href="/Blog/tag/meeting-management" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">meeting management</a>, <a href="/Blog/tag/meetings" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">meetings</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/communication" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Communication</a></div><div class="field-item odd"><a href="/Blog/category/productivity" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Productivity</a></div><div class="field-item even"><a href="/Blog/category/sals-perspective" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sal&#039;s Perspective</a></div><div class="field-item odd"><a href="/Blog/category/team-building" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Team Building</a></div></div></div>Thu, 17 Nov 2011 06:00:09 +0000Sal Silvester3633 at http://www.512solutions.comhttp://www.512solutions.com/Blog/communication/how-effective-are-your-meetings#comments3 Ways to Generate Dialogue in Meetingshttp://www.512solutions.com/Blog/leadership/3-ways-to-generate-dialogue-in-meetings
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>I often hear leaders say "I want my people to contribute more in our team meetings."</p>
<p>What most leaders don't realize is that limited conversation is often the result of their individual behaviors. For example, I recently attended a client's team meeting and noticed that he would ramble on for several minutes at a time and then ask "any questions?" and without hesitation begin talking again.</p>
<p>And, he didn't even know he was doing it.</p>
<p>Want to generate more conversation in your meetings?</p>
<p>Try these three ideas.</p>
<p><strong>Ask open ended questions instead of closed ended questions</strong>. Questions such as "Do you think this training will help us?" has only two possible answers - Yes or No. Phrased differently, "How do you think this training will help us?" will generate fuller responses. If you decide to start a conversation with closed-ended questions, follow-up immediately with an open-ended question to give momentum to the conversation.</p>
<p><strong>Lead with questions, then pause</strong>. It often takes people 10-15 seconds to process a question. For some, that may result in an uncomfortable length of silence. Try this as an example. With no one around ask a question. Look at your watch and time yourself for 15 seconds. 10-15 seconds is a seemingly long time. But, the best leaders, communicators, and negotiators are OK with silence because they know it's a tool to prompt a response. Give people time to process your open-ended questions by pausing.</p>
<p><strong>Be aware of others' body language</strong>. People often telegraph intent through their body language. In some cases you may see people interested in contributing, but they may be uncomfortable speaking up without hearing others speak first. If you see body language that implies someone is interested in speaking, make eye contact with the person. That often prompts a response. Or, if it doesn't, simply ask "what are your thoughts?"</p>
<p>The challenge in too many meetings is that leaders look for <em><strong>agreement</strong></em> instead of <em><strong>commitment</strong></em>. Agreement typically results in people simply nodding their heads in meetings and then failing to take action afterwards. <em><strong></strong></em></p>
<p><em><strong>Commitment</strong></em>, on the other hand, results in action.</p>
<p>And commitment only comes from dialogue, conversation, debate, and conflict.</p>
<p>Say tuned for a more in-depth post on agreement versus commitment.</p>
<p>In the mean time, try the ideas above.</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/agreement" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">agreement</a>, <a href="/Blog/tag/better-meetings" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">better meetings</a>, <a href="/Blog/tag/commitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">commitment</a>, <a href="/Blog/tag/communication" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Communication</a>, <a href="/Blog/tag/conversations" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">conversations</a>, <a href="/Blog/tag/dialogue" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">dialogue</a>, <a href="/Blog/tag/meeting-management" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">meeting management</a>, <a href="/Blog/tag/meetings" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">meetings</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/leadership" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Leadership</a></div><div class="field-item odd"><a href="/Blog/category/motivation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Motivation</a></div><div class="field-item even"><a href="/Blog/category/productivity" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Productivity</a></div><div class="field-item odd"><a href="/Blog/category/sals-perspective" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sal&#039;s Perspective</a></div><div class="field-item even"><a href="/Blog/category/team-building" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Team Building</a></div><div class="field-item odd"><a href="/Blog/category/team-building-tips" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Team Building Tips</a></div></div></div>Tue, 04 Oct 2011 05:00:59 +0000Sal Silvester3618 at http://www.512solutions.comhttp://www.512solutions.com/Blog/leadership/3-ways-to-generate-dialogue-in-meetings#commentsNo Agenda? Seriously? http://www.512solutions.com/Blog/communication/no-agenda-seriously
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>Are you tired of showing up at meetings and not knowing why you are there to begin with?</p>
<p>That seems to be the norm in most organizations.</p>
<p>The problem is that when there isn't a clear purpose and agenda for a meeting, people waste time and energy endlessly talking around each other - never closing on decisions and moving actions forward.</p>
<p>Do you know what the Number 1 excuse is for not having an agenda?</p>
<p>"We don't have enough time."</p>
<p>People are too busy, overwhelmed, and overloaded.</p>
<p>And, that's exactly why they need an agenda to begin with. Without an agenda, you continue your cycle of wasting time. The agenda, when implemented correctly, helps ensure that that a team stays focused on its <a href="/node/3554" target="_blank">core purpose</a> and not on things it shouldn't be spending time on.</p>
<p>OK, so how do you make an agenda work?</p>
<ul><li>Make sure the agenda includes the "purpose" of the meeting. What are the outcomes you're trying to achieve? Are they clear?</li>
<li>Make sure that the most important priorities are the first items on the agenda.</li>
<li>Don't overload the agenda with too many items. It won't allow for enough time to engage in the dialogue and debate needed to make effective decisions and gain commitment.</li>
<li>Ensure the agenda is distributed well in advance of the meeting (at least 24 hours). This gives participants time to prepare. It also allows people who prefer to process information before speaking to kick-start the processing so that they are ready to contribute during the meeting.</li>
<li>Finally, keep this in mind. Having a "crappy" agenda is just as bad as no agenda at all. Make sure that agenda items are detailed enough so that people truly understand what is on the agenda. Provide pre-reads and supporting materials to fill in the gaps.</li>
</ul><p>Stop wasting your time - and everyone elses. Create an agenda and make it meaningful. You might even stimulate creativity, innovation, and fun in the process.</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/leadership-development" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership development</a>, <a href="/Blog/tag/meeting-agendas" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">meeting agendas</a>, <a href="/Blog/tag/running-meetings-effectively" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">running meetings effectively</a>, <a href="/Blog/tag/sal-silvester" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">sal silvester</a>, <a href="/Blog/tag/team-building-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building boulder</a>, <a href="/Blog/tag/team-building-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building colorado</a>, <a href="/Blog/tag/team-building-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building denver</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/communication" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Communication</a></div><div class="field-item odd"><a href="/Blog/category/productivity" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Productivity</a></div><div class="field-item even"><a href="/Blog/category/sals-perspective" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sal&#039;s Perspective</a></div><div class="field-item odd"><a href="/Blog/category/team-building" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Team Building</a></div></div></div>Thu, 12 May 2011 06:00:43 +0000Sal Silvester3580 at http://www.512solutions.comhttp://www.512solutions.com/Blog/communication/no-agenda-seriously#commentsMaking Recognition Work for You: Part 4http://www.512solutions.com/Blog/leadership/making-recognition-work-for-you-part-4
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>This is the fourth post in a 4-Part series. To get the scoop in why recognition is important, see <a href="/node/3575" target="_self">Part 1</a>. To understand some of the myths about recognition, see <a href="/node/3576" target="_self">Part 2</a>. To learn about the 4-level framework for a recognition program, see <a href="/node/3577" target="_self">Part 3</a>.</p>
<p>Reflecting back on my days in the Army, there are two moments that are most memorable for me. The first was an award ceremony where several soldiers, including myself, were recognized at the end of an almost year-long tour in Turkey. The second was my graduation from Ranger School.</p>
<p>These moments, from almost 20 years ago, are cemented in my mind. I remember the comments from admired leaders. I remember the presentation of the service medal itself and the pinning of the ranger tab on our uniforms. And, I remember being surrounded by people who shared the same experiences.</p>
<p>There are many things we can learn from the military about how to make recognition meaningful. Here are a few.</p>
<p><strong>1. Make it personal</strong>. For Day-to-Day recognition, speak to people in person. Write a handwritten note. For Above and Beyond Recognition, invite others to a presentation who mean the most to the person being recognized. Ensure the front-line manager/supervisor is presenting the award.</p>
<p><strong>2. Be prepared.</strong> When recognizing people, take time to think about what you will say. Talk about the specific situation, the behaviors exemplified by the person, and the impact it had to the team, organization, customers, and others. And, perhaps most importantly, link the recognition to specific values and goals of the organization.</p>
<p><strong>3. Involve others.</strong> If you are making an Above and Beyond recognition presentation, ask team members or others impacted by the person to share their stories and gratitude for a job well done. This will go a long way toward making the presentation personal and building commitment among team members.</p>
<p><strong>4. Be timely. </strong> There's nothing more demoralizing than making an extra effort and getting recognition long after the fact. When you see behaviors that are in line with your organizational goals and values, recognize them immediately. Offer recognition frequently, and consider using a tracker to ensure you are providing recognition on a consistent basis to all of your team members.</p>
<p>Here are a few things NOT to do:</p>
<p>1. Embarrass a person inadvertently or minimize a person's contributions during the recognition presentation.</p>
<p>2. Be vague about what the recognition is about - e.g., "I want to thank you for all of your hard work..."</p>
<p>3. Play favorites and turn recognition into a popularity contest.</p>
<p>In my experience in the military, recognition wasn't shown through cash bonuses or Starbucks gift cards. It was shown in a much more meaningful way. Recognition was personalized. It was presented publically. And the people that mattered most were around.</p>
<p>How will you make recognition work?</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/leadership-training-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training boulder</a>, <a href="/Blog/tag/leadership-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training denver</a>, <a href="/Blog/tag/team-building-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building boulder</a>, <a href="/Blog/tag/team-building-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building colorado</a>, <a href="/Blog/tag/team-building-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building denver</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/leadership" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Leadership</a></div><div class="field-item odd"><a href="/Blog/category/motivation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Motivation</a></div><div class="field-item even"><a href="/Blog/category/productivity" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Productivity</a></div><div class="field-item odd"><a href="/Blog/category/sals-perspective" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sal&#039;s Perspective</a></div></div></div>Thu, 05 May 2011 06:00:24 +0000Sal Silvester3578 at http://www.512solutions.comhttp://www.512solutions.com/Blog/leadership/making-recognition-work-for-you-part-4#commentsMaking Recognition Work for You: Part 3http://www.512solutions.com/Blog/leadership/making-recognition-work-for-you-part-3
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>In <a href="/node/3575" target="_self">Part 1</a> of this series we talked about the "case" for recognition. In <a href="/node/3576" target="_self">Part 2</a>, we have debunked some of the myths around recognition, the next steps are to put a framework in place for an effective recognition program.</p>
<p>In <em>The Carrot Principle</em>, the authors outline a four-level approach to recognition that is straight forward and easy to implement.</p>
<p><strong>1. Day-to-day recognition.</strong> These are the no cost and low cost ways to recognize people every day. They<br />
are the "pats on the back," the "thank yous" said verbally or by a handwritten note and the <a href="http://512solutions.com/resources/downloads/100RecognitionIdeas.pdf" target="_blank">101 other ways to recognize people</a> for their efforts. Effective leaders intentionally take time every day to provide this recognition to their people. And, just like feedback, they link recognition to specific behaviors and offer it in a timely manner.</p>
<p><em>Nonspecific praise is actually disheartening for an employee, since it implies that the manager has no idea of the unique value he or she brings to the team. Many managers who offer this type of general praise may think they are rewarding the entire team with comments such as, "Thanks, everyone, for all your hard work," or "You all make me proud." But such general praise has no effect and has been shown to have a negative impact on those in your charge.</em> - <strong><em>The Carrot Principle</em></strong></p>
<p><strong>2. Above and beyond recognition</strong>. The second layer of recognition is comprised of the efforts that have a significant impact to the organization, customers, and other team members and stakeholders. These are the ideas that save the organization a significant amount of money, or the achievements that generated additional revenue, or the extra efforts to ensure the customer was taken care of. To make Above and Beyond recognition work, rewards should have a perceived value in line with the efforts made by the person, and the recognition should be delivered in a manner that is personal and meaningful. Having an ice-cream social after a team has worked nights and weekends to deliver a major revenue generating project will not just lose its impact, it will give your team members good reason to find another organization that will value their contributions.</p>
<p><strong>3. Career recognition.</strong> In most organizations, people get recognized for career tenure at year five and then every five years afterward. But, as pointed out in <em>The Carrot Principle</em>, most turnover in an organization happens within the first 18 months of an employee's service. Create a plan that awards people publically when they first arrive at the organization. Then follow-up with awards at years one, three, five, and then every five years afterwards. Like all other recognition, make it personal. Don't just leave an award certficate on your team member's desk. Present it in front of others who are closest to the person, tell a story, and link it to organizational values and goals.</p>
<p><strong>4. Celebration events</strong>. Ok, perhaps now is a good time for the ice cream social. Celebration events are an opportunity to recognize major achievements and key milestones. We often get bogged down in the urgency of the day-to-day and forget to reflect on where we are and where we've been. Celebration events are an opportunity to reinforce your brand, vision and commitment to your people.</p>
<p>With these four layers, you can start recognizing people in a way that will have a positive impact on engagement and productivity. How far away from this model is your team or organization today?</p>
<p>Stay tuned for the fourth part of this series where we'll explore the "how to" on giving recognition.</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/leadership-training-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training boulder</a>, <a href="/Blog/tag/leadership-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training denver</a>, <a href="/Blog/tag/recognition" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">recognition</a>, <a href="/Blog/tag/recognizing-employees" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">recognizing employees</a>, <a href="/Blog/tag/team-building-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building boulder</a>, <a href="/Blog/tag/team-building-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building colorado</a>, <a href="/Blog/tag/team-building-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building denver</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/leadership" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Leadership</a></div><div class="field-item odd"><a href="/Blog/category/motivation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Motivation</a></div><div class="field-item even"><a href="/Blog/category/productivity" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Productivity</a></div></div></div>Tue, 03 May 2011 06:00:27 +0000Sal Silvester3577 at http://www.512solutions.comhttp://www.512solutions.com/Blog/leadership/making-recognition-work-for-you-part-3#commentsOvercoming Challenges on Remote Teams: Part 2http://www.512solutions.com/Blog/communication/overcoming-challenges-on-remote-teams-part-2
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>In <a href="/node/3570" target="_blank">Part 1 of this series</a>, we discussed some of the challenges of working on remote teams and ideas for getting your remote team aligned. But, to truly be effective, your remote team has to find a way to build cohesion. After all, only when people are working together on the right things can we gain efficiencies.</p>
<p>Here are a few ideas:</p>
<ul><li><strong>Be available</strong>. Availability is a critical component for building trust. Obviously this is more difficult on a remote team than walking around the corner to a team member's desk or office. Using technologies to simulate ad hoc discussions, such as instant messaging, Skype video calls, or Facetime, can help.</li>
<li><strong>Balance availability with respectful disturbances</strong>. Being available all the time will wind up in lost productivity and non-stop distractions, and it's easy to let instant messaging and random Skype calls add to that. So, team members have to find a balance in how they use that technology to get the information they need while respecting how they engage others - just like you would do in an office environment. When possible, schedule time to speak with each other, keep your calendars updated so that others know when you are available and not available, and make use of "time-outs" so that people can shut off their email, instant messaging, and other technology to get real work done.</li>
<li><strong>Establish a consistent routine for formal communications</strong>. This means having a regular meeting schedule and others systems in place to share information and coordinate initiatives.</li>
<li><strong>Carve out time and money to meet in person</strong> on a quarterly basis or more often to accelerate trust and cohesion.</li>
<li><strong>Be more intentional with your tone</strong> - in both emails and on the phone - than you would in person. Without the ability to see your body language, it's easy for others to misinterpret your messages.</li>
<li><strong>Use technology to share project information</strong>. Collaboration tools such as Basecamp by 37 Signals will enable you to share files, reduce issues with versioning, and coordinate efforts in a centralized location without having to download software.</li>
<li><strong>For important communications - make a phone call</strong>. There simply is no substitute to talking one-on-one.</li>
<li><strong>Make an extra effort to reach out to your team members</strong>. During meetings make positive comments such as "I'm looking forward to working with you on this." Make an effort to call team members for no specific reason than to connect. If there are opportunities to be onsite, make it a priority to spend time together.</li>
<li><strong>Utilize technology to close the distance gap</strong>. If you have the budget, consider using videoconference or telepresence technologies. If your budgets are smaller, consider webinar services. And, if you don't have a budget, use Skype or Facetime.</li>
<li><strong>Consider cross-cultural differences</strong> by having an open conversation about your communication preferences and clarifying what each team member needs at an individual level.</li>
<li><strong>Understand your listening style</strong>. Listening on remote teams plays an important role, as much of the team's work is conducted via teleconference. People have different styles of listening and each style has its strengths and limitations. Learning about your listening style will help you understand your blindspots and opportunities to improve team cohesion.</li>
</ul><p>Stay tuned for Part 3 where I'll share some ideas on the importance of having disciplined processes in place on a remote team.</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/leadership-development-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership development boulder</a>, <a href="/Blog/tag/leadership-training-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training boulder</a>, <a href="/Blog/tag/leadership-training-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training colorado</a>, <a href="/Blog/tag/leadership-training-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership training denver</a>, <a href="/Blog/tag/sal-silvester" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">sal silvester</a>, <a href="/Blog/tag/team-building-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building boulder</a>, <a href="/Blog/tag/team-building-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building colorado</a>, <a href="/Blog/tag/team-building-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building denver</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/communication" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Communication</a></div><div class="field-item odd"><a href="/Blog/category/productivity" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Productivity</a></div><div class="field-item even"><a href="/Blog/category/sals-perspective" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sal&#039;s Perspective</a></div><div class="field-item odd"><a href="/Blog/category/team-building" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Team Building</a></div></div></div>Thu, 24 Mar 2011 07:00:29 +0000Sal Silvester3571 at http://www.512solutions.comhttp://www.512solutions.com/Blog/communication/overcoming-challenges-on-remote-teams-part-2#commentsDon't Oil the Squeaky Wheel http://www.512solutions.com/Blog/leadership/dont-oil-the-squeaky-wheel
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p><a href="http://512solutions.com/Blog/wp-content/uploads/2009/10/squeakywheel.jpg"></a></p>
<p>"The reality is that we spend far too much time as managers on rewarding the wrong thing. When you look at what's important to you, the answer to that question resides in your calendar. Take a look at how much time you spend rewarding the things you want and punishing the things you don't want. The reality is we often do just the opposite. Let me give you an example. The squeaky wheel in this case refers to those people who cause trouble at work. We spend a great deal of time rewarding the squeaky wheels because our time is a reward. What I am suggesting in Don't Oil the Squeaky Wheel is that far more of your time should be spent rewarding the people that make you look good, the people that consistently exceed performance goals."</p>
<p>- Wolf J. Rinke, author</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/leadership-development-boulder" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership development boulder</a>, <a href="/Blog/tag/leadership-development-colorado" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership development colorado</a>, <a href="/Blog/tag/leadership-development-denver" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">leadership development denver</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/leadership" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Leadership</a></div><div class="field-item odd"><a href="/Blog/category/productivity" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Productivity</a></div></div></div>Tue, 13 Oct 2009 18:07:49 +0000Sal Silvester3473 at http://www.512solutions.comhttp://www.512solutions.com/Blog/leadership/dont-oil-the-squeaky-wheel#commentsHave you heard about the chicken and the pig?http://www.512solutions.com/Blog/motivation/have-you-heard-about-the-chicken-and-the-pig
<div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p><a href="http://512solutions.com/Blog/wp-content/uploads/2009/08/chicken.jpg"></a><a href="http://512solutions.com/Blog/wp-content/uploads/2009/08/pig.jpg"></a></p>
<p>I just got back from an amazing trip to Cape Cod visiting my parents, brothers, nephews, and nieces. What a great reunion with all of the fun, chaos, and laughs that you would expect from a big family. Frankly, I reluctantly came home, feeling a strong sense of sadness living so far away from my family. But, as a result of the trip, I am now committed to getting home more than two or three times a year.</p>
<p>That sense of commitment that I felt to my family actually reminded me about how important employee commitment is in the workplace, and of the story about the chicken and pig. Have you heard it?</p>
<p>Here's how it goes. A chicken and pig are hanging out together and the chicken has a brilliant idea and says, "Hey, how about we open a restaurant?"</p>
<p>The pig looks over at the chicken and says, "What would we call the restaurant?"</p>
<p>The chicken says, "Ham and Eggs!"</p>
<p>The pig thinks about it for a second and then says, "No thanks. I'd be committed and you'd only be involved!"</p>
<p>For the chicken, the relationship is all about convenience and simply delivering the egg. But the pig has to assume full ownership and actually deliver the bacon.</p>
<p>Consider this. I recently saw a statistic on employee engagement. According to the Gallup Management Journal's semi-annual Employee Engagement Index:</p>
<ul><li>29% of employees are actively engaged in their jobs</li>
<li>54% are not-engaged</li>
<li>17% are actively disengaged</li>
</ul><p>Wouldn't it be cool if people really wanted to come to work every day? Here are a few ideas to make that happen.</p>
<ul><li> Understand what motivates people at an individual level. Each person is different and a one-size-fits all approach to directing, delegating, developing, and motivating does not work. Get to know your team members'preferences, priorities, and motivations, and then create an environment that works.</li>
<li>Make your recognition fit. I have written about recognition several times in the past, so I am simply going to point you to a few good resources on my website. Your recognition should be tailored to what people want and to what motivates them. Check out these two links for ideas on how to recognize your people and tailor your recognition efforts. <a href="http://512solutions.com/resources/downloads/100RecognitionIdeas.pdf">Get 101 recognition ideas here.</a> <a href="http://www.512solutions.com/downloads/awardcategories.pdf">Make Your Recognition Fit here. </a><a href="http://www.512solutions.com/downloads/awardcategories.pdf"><br /></a></li>
<li>Performance expecations must be clear. This all starts with having clear performance goals at the beginning of the year and then providing consistent, timely, specific, and behavioral-based feedback throughout the year. Do not be a conflict avoider. Have the courage to provide feedback.</li>
<li>Most people want to work on a team where they enjoy the people with whom they work. In a recent survey administered by one of my clients, working in a collaborative team environment was number one on employees' list of priorities - ahead of money. This is really all about culture. Are you hiring people who are a good match for your organizational culture? And, what are you doing to onboard people and integrate them into the culture?</li>
</ul><p>So, are your people conveniently involved like the chicken or are they committed like the pig? Ultimately this is all about leadership and creating an environment where people WANT to come to work everyday and be engaged.</p>
</div></div></div><div class="field-label">Tags:&nbsp;</div><a href="/Blog/tag/building-commitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">building commitment</a>, <a href="/Blog/tag/corporate-training" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">corporate training</a>, <a href="/Blog/tag/organizational-culture" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">organizational culture</a>, <a href="/Blog/tag/team-building" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">team building</a><div class="field field-name-field-categories field-type-taxonomy-term-reference field-label-above"><div class="field-label">Categories:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/Blog/category/motivation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Motivation</a></div><div class="field-item odd"><a href="/Blog/category/productivity" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Productivity</a></div><div class="field-item even"><a href="/Blog/category/sals-perspective" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Sal&#039;s Perspective</a></div><div class="field-item odd"><a href="/Blog/category/team-building" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Team Building</a></div></div></div>Thu, 06 Aug 2009 10:58:51 +0000Sal Silvester3457 at http://www.512solutions.comhttp://www.512solutions.com/Blog/motivation/have-you-heard-about-the-chicken-and-the-pig#comments